The M3 Placement and Partnership team has over 25 years of recruiting experience and today we’re sharing our best practices to consider as you build your 2024 recruitment plan.
Assess your organization and articulate your recruiting goals
There are two types of assessments everyone should perform when they’re preparing their recruitment plan:
A review of the business goals and strategic initiatives that your business is trying to achieve this year and the departments and roles that are responsible for achieving these goals
A review of current recruitment initiatives and hiring processes (we suggest building this review from internal surveys, questionnaires, and conversations with recent hires and hiring managers) to find out if there are there any challenges, gaps or areas to enhance
After assessing your organization, articulate your recruiting goals using this table:
Role Name
Level of importance to hire (critical-low)
Hiring Timeline
Hiring Team
Recruitment Budget
Create and update job descriptions
Once you know the roles that you’re looking to fill in the new year, we suggest writing and updating the job descriptions in tandem with the hiring managers. Consider that today’s job descriptions are half marketing the position and the company and half explaining the roles and responsibilities that are required for the position. Showcase your employer brand, highlighting information on the mission, vision, values, and culture of the company- this allows candidates to see why you’re a great choice for them personally and professionally. Learn more about bringing your employer brand to light here.
Determine your recruitment methods and strategy
Ask yourself the following questions as you determine your recruitment method:
What technology platforms will you utilize to attract candidates to your job posting(s)? Consider what has and has not worked for you in the past.
Is there a candidate in your or your team’s network that would be a great fit for the position?
Do you need the assistance of a recruiting partner to help you fill these openings?
Define your complete hiring process
One of the first things that we look at when we work with a new client is the company’s full recruitment cycle. Many times, we find that the hiring process hasn’t been fully outlined, leaving some members of the hiring team feeling like they don’t know what is expected of them or when it will be expected of them. Consider that for talent acquisition professionals the recruitment cycle is familiar and the hiring process is routine, but for hiring managers they could need training on best practices and the dos and don’ts of the hiring process. For more best practices on creating a seamless interview process read our in-depth article here.
Create an onboarding plan
Did you know that 28% of new employees quit in the first 90 days? Why? Because a recruitment plan doesn’t stop at the offer letter. All companies should build a robust onboarding plan for the first week, 30 days, 60 days, and 90 days.
Here’s some onboarding ideas to get you started:
Add pre-scheduled touchpoints to your new hire’s calendar so they know that you plan to receive feedback from them at regularly scheduled intervals.
If the job is remote or hybrid, consider setting up 15-minute meet and greets with team members from across the organization.
Create a mentoring program for senior staff to get to know entry level or mid-level team members.
Schedule team lunches for a new employee to get to know different departments.
Feeling overwhelmed, stuck as you’re planning your 2024 recruitment initiatives, or like your recruitment efforts need new fresh ideas? Looking for a partner to help you in building your recruitment strategy, proactively reaching out to candidates, and/or managing the recruiting process? Here at M3 we’ll custom build a plan just for you based on your needs and hiring goals. Reach out to us today at hello@m3placement.com to learn more about how we can help you in the new year.
